Process

Our approach is to be objective and trusted advisers to our clients during all phases of a Search. We strive always to exceed client expectations by providing a meaningful choice of qualified motivated candidates and a smooth, efficient and thorough in-depth process which is flexible according to individual client needs.

Our relationships with clients and candidates are built on a foundation of trust and we ensure that all information entrusted to us is respected and protected.

Whilst each Executive Search is unique, the broad core stages are as follows:

Briefing phase - discuss and establish Search priorities

Working closely across all key stakeholders and ensuring alignment on the following:

• Analyse the challenges unique to the company and the role.
• Determine the skills, knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs. When appropriate, challenge client assumptions and present alternative ideas for how to conceive a role.
• Develop a customized Job Description and Person Specification which details the company, role, responsibilities, goals and key challenges and priorities for the position, as well as the experience, qualifications and competencies required for success. Create a professional Briefing Pack to be shared with potential candidates and which positions the opportunity.
• Advise and agree hiring process and assessment of candidates. Identify core competencies and how these will be assessed. Put together interview assessment matrix/scorecards.
• Determine the client priorities that will shape the Search process.

Research phase - determine Search strategy

• Market mapping - conduct targeted research into companies and sectors to identify target candidates with relevant skillsets and experience.
• Sourcing and identifying - utilising our extensive knowledge and deep networks of Tech industry connections, identify relevant target candidates and third-party referrals and recommendations from known contacts.
• The Search typically focuses on passive candidates - high-performing individuals who are in employment and making significant impact in their current organizations. These candidates are not typically actively seeking a new role.
• Exhaustive research should leave no stone left unturned regarding the identification of relevant individuals to target as the potential talent pool for the role is put together.

Outreach phase - engagement with target potential candidates

Always acting as brand ambassador for our clients and using a tailored approach to each individual candidate interaction:

• Approach target potential candidates to test their interest in the role, drawing on our insights about individual candidate interests and aspirations to persuade strong prospects to consider the opportunity.
• Conduct rigorous interviews with candidates based on the proven skills, knowledge, abilities and aptitudes outlined in the Person Specification. This usually involves two levels of interview: an initial screening interview followed by a more in-depth and focused assessment.
• Benchmark candidate - as early as possible in the Search process, a benchmark candidate may be introduced for interview in order to validate the Search criteria and our assessment.
• Market intelligence - provide market insight regarding the talent pool and remuneration levels.
• Longlisting - with insight gained from research, outreach and engagement, develop a longlist of high-priority candidates.
• Shortlisting - further evaluation and assessment refines the longlist into a shortlist of the highest quality candidates with both the qualifications and the motivations for the position - the aim being for a shortlist to deliver at least two viable hires after completion of the hiring process.

Shortlist phase - client interviews with the most qualified candidates

• Present the shortlist of the most qualified candidates. This includes candidate CVs, assessment and interview reports, and a detailed objective analysis of the fit and any trade-offs against the core competencies in the Person Specification.
• Psychometric testing may be used where appropriate in the candidate assessment process.
• Manage stakeholder and candidate feedback and expectations, providing open and transparent communication throughout the interview and wider Search process - always available and ensuring both the client and candidates are kept informed and engaged.

Completion phase - references, offer negotiation and onboarding

• After the client has selected the preferred candidate, conduct thorough background checks and referencing to further assess competencies, strengths and weaknesses, and to provide external views of the individual.
• Assist in negotiations regarding compensation and other terms to help finalize the Search, working on behalf of the client while being respectful and fair to the candidate. Advise regarding market norms and work towards a successful and mutually acceptable outcome.
• Communicate regularly with client and hired candidate during the transition between resignation and employment commencement.
• Conduct client satisfaction survey to improve service and refine approach.
• Periodically follow-up with client and candidate once the Executive Search is successfully closed, checking-in on the placement's fit with the organization and progress made in the role.